Andy Ortiz Email and Phone Number

Top Human Resources Executive responsible for the strategy and implementation of health system-wide HR policies and programs for one of the nation's leading providers of health care services, medical education, and medical research.• Reporting to the CEO, serves as a trusted advisor and business partner to the CEO, the Executive Team, and Board of Directors.• Led the organization's cultural transformation as a result of Covid-19, Remote/Hybrid Work, and Diversity, Equity, and Inclusion.• Ensures all HR policies and programs align with the mission, vision, and goals of the health system.• Drives a Talent Driven culture by ensuring the attraction, selection, development, remuneration, and mobility of all key talent across the organization.• Implements best-in-class change management strategies to ensure the balance of enterprise growth initiatives and operational efficiencies. • Serves as staff to the Board of Directors (Compensation Committee and Board Nominating Committee).

Top Human Resources Executive responsible for the strategy, development and implementation of company-wide Human Resource policies and programs for a publicly traded, Fortune 200 organization. • Reporting to the CEO, served as a member of the Executive Committee and contributes to the development of Company strategy. Participates in decision making on all matters related to Company direction, implementation of programs and application of human resources principles, policies and practices in the business.• Ensured all policies and programs meet regulatory compliance and that they align with the Company’s vision, mission and goals.• Provided support to the Compensation Committee of the Board of Directors. Advises the Chairperson of the Board of Directors on matters related to Director compensation, CEO and Board of Director member evaluation and Board of Directors selection.• Directed organizational development initiatives such as organizational structure, job design, workforce planning and succession planning. Made recommendations to senior management.• Established strategy for the company’s wage and salary structure, pay policies, performance management programs, benefit programs and company safety and health programs. Monitored all programs for effectiveness.

Top Human Resources Executive responsible for all facets of the HR Function for a 4,500-employee healthcare organization• Developed HR plans and strategies to support the achievement of the Company's strategic vision and business objectives• Functioned as a strategic business advisor to the executive/senior management of each business unit regarding key organizational and management issues• Developed recruiting and retention plans to meet the human capital needs of the business• Worked with executive management to establish a sound plan of succession management• Developed and implemented comprehensive compensation and benefit plans that are competitive and cost effective• Developed learning and career development programs to meet business requirements• Provided overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training and leadership development, compensation and benefits

Responsible for leadership development, succession management, talent management, diversity strategy, employee development, change management, employee relations, employee communications and organization development for a global, 8,500-employee organization• Provided leadership and budget oversight to a 70-member team with global responsibilities• Provided thought leadership, design, and implementation of the global talent management strategy including diversity, leadership development and succession management • Led large-scale change initiatives aligned with company goals• Oversaw the Company’s bi-annual associate opinion survey, exit survey, and action planning process• Led the performance management system including tools and technology to drive a performance-based culture• Collaborated closely with Executive Management and HR Leadership Team to ensure the successful implementation of all HR initiatives linked to business results

Responsible for workforce planning, staffing, diversity, leadership development, succession management, and organization development for a Fortune 200, 10,000-employee organization• Provided leadership and budget oversight to a 50-member team• Provided coaching and counsel to CEO and Executive Management on strategic leadership issues such as succession planning, talent assessment, and leadership assignments• Executed Company’s Talent Management Strategy that aligned selection, feedback, assessment, and development initiatives with the strategic direction• Managed leadership initiatives including a 360-feedback process, development programs, executive coaching, large-scale meetings, and leadership team alignment sessions• Provided thought leadership and management of the Company’s Diversity Strategy• Led the Company’s annual associate opinion survey and action planning process• Served as HR Business Partner for CFO and CIO supporting all HR initiatives

Top HR Executive responsible for all people activities for an 800-employee, non-profit, financial services organization• Led a team of 15 HR professionals responsible for staffing, employee relations, compensation, benefits, payroll, and employee development. Served as a member of the executive team• Provided day-to-day counsel to Executive and Management Team on performance management and employee relation issues. Worked with legal counsel to resolve complex employee relation issues• Developed performance management system, including competency model, to align employee performance with the organization’s strategic initiatives• Developed and implemented a management development program including a 360-feedback Process for Executive and Management Teams• Designed, developed, and implemented Wescom University

Managed a team of 13 training and development professionals that partnered with business units to develop learning plans.·Conducted needs assessments to identify performance gaps.·Worked with AT&T Broadband Corporate to build the framework for Broadband University.·Designed and developed customer service, sales, management, and professional development curriculum.·Facilitated management, professional development, and team building/development sessions for management teams and individual work groups.

·Conducted needs assessments to identify performance gaps.·Designed and developed management and professional development curriculum.·Facilitated vendor and internally developed programs.

·Designed and developed customer service and sales training programs.·Facilitated management development training program.·Developed employee communication program.

·Facilitated operations skills and sales training programs